Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

A contextual study of co-worker relationship and turnover intentions: the mediating role of employee cynicism

A contextual study of co-worker relationship and turnover intentions: the mediating role of... The purpose of the study is to evidently examine how employee cynicism mediates the relationship between co-worker relationship and employee turnover intentions in organizations in Ghana.Design/methodology/approachUsing a cross-sectional survey of employees from both public and private organizations, the authors tested our hypotheses with a sample of 288 employees by means of structural equation modelling (SEM) using maximum likelihood estimation with LISREL 9.2 and bootstrapping procedures.FindingsFindings showed that co-worker relationship is negatively associated with employee cynicism. The findings further revealed that employee cynicism is positively associated with employees' intention to leave. Additionally, employee cynicism negatively mediated the relationship between co-worker relationship and employee intention to leave their organizations.Practical implicationsThe work recommends that organizations become aware of employee cynicism which can adversely affects co-worker relationship and consequently organizational performance. Therefore, organizations ought to reduce employee cynicism and rather encourage positive co-worker relations through interpersonal relationship and support for employees.Originality/valueAn investigation of co-worker relationship in organization and employee intentions to leave or turnover is a significant micro-level analysis for contemporary Human Resource Management (HRM) research. This study gives us a scarce opportunity to understand how employee cynicism negatively mediates the relationship between co-worker relationship and turnover intentions of employees. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png African Journal of Economic and Management Studies Emerald Publishing

A contextual study of co-worker relationship and turnover intentions: the mediating role of employee cynicism

Download PDF
17 pages

Loading next page...
 
/lp/emerald-publishing/a-contextual-study-of-co-worker-relationship-and-turnover-intentions-s0swjPxmsd
Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
2040-0705
DOI
10.1108/ajems-08-2021-0384
Publisher site
See Article on Publisher Site

Abstract

The purpose of the study is to evidently examine how employee cynicism mediates the relationship between co-worker relationship and employee turnover intentions in organizations in Ghana.Design/methodology/approachUsing a cross-sectional survey of employees from both public and private organizations, the authors tested our hypotheses with a sample of 288 employees by means of structural equation modelling (SEM) using maximum likelihood estimation with LISREL 9.2 and bootstrapping procedures.FindingsFindings showed that co-worker relationship is negatively associated with employee cynicism. The findings further revealed that employee cynicism is positively associated with employees' intention to leave. Additionally, employee cynicism negatively mediated the relationship between co-worker relationship and employee intention to leave their organizations.Practical implicationsThe work recommends that organizations become aware of employee cynicism which can adversely affects co-worker relationship and consequently organizational performance. Therefore, organizations ought to reduce employee cynicism and rather encourage positive co-worker relations through interpersonal relationship and support for employees.Originality/valueAn investigation of co-worker relationship in organization and employee intentions to leave or turnover is a significant micro-level analysis for contemporary Human Resource Management (HRM) research. This study gives us a scarce opportunity to understand how employee cynicism negatively mediates the relationship between co-worker relationship and turnover intentions of employees.

Journal

African Journal of Economic and Management Studies – Emerald Publishing

Published: May 24, 2022

Keywords: Co-worker relationship; Employee cynicism; Intentions to leave; Work organizations; Ghana

References

  • Organisational cynicism: bases and consequences
    Abraham, R.
  • How managerial interactions affect employees' work output in Ghanaian organizations
    Abugre, J.B.
  • Relations at workplace, cynicism and intention to leave: a proposed conceptual framework for organizations
    Abugre, J.
  • Theory of planned behaviour: reactions and reflections
    Ajzen, I.
  • Employee Cynicism: an examination using a contract violation Framework
    Andersson, L.
  • Staying or leaving
    Avanzi, L.; Fraccaroli, F.; Sarchielli, G.; Ullrich, J.; van Dick, R.
  • How communicative leadership influences co-workers’ health–a quality management perspective
    Bäckström, I.; Ingelsson, P.; Johansson, C.
  • The relationship between trust, turnover intentions and emotions: an application
    Balkan, M.O.; Serin, A.E.; Soran, S.
  • Even if the tower is ‘ivory’, it isn't ‘white’: understanding the consequences of faculty cynicism
    Bedeian, A.G.
  • Locating behavioral cynicism at work: construct issues and performance implications
    Brandes, P.; Das, D.
  • The 21st century human resources function: it's the talent, stupid
    Buckingham, M.; Vosburgh, R.M.
  • The buffering effects of job embeddedness on negative shocks
    Burton, J.P.; Holtom, B.C.; Sablynski, C.J.; Mitchell, T.R.; Lee, T.W.
  • Employees' social context and change-oriented citizenship: a meta-analysis of leader, coworker, and organisational influences
    Chiaburu, D.S.; Lorinkova, N.; Van Dyne, L.
  • Antecedents and consequences of employee organisational cynicism: a meta-analysis
    Chiaburu, D.S.; Peng, A.C.; Oh, I.; Banks, G.C.; Lomeli, L.C.
  • The relationships among organizational cynicism, job insecurity and turnover intention: a survey study in Erzurum/Turkey
    Çınara, O.; Karcıoğlub, F.; Aslanc, I.
  • A review and an integration of research on job burnout
    Cordes, C.L.; Dougherty, T.W.
  • Social exchange theory: an interdisciplinary review
    Cropanzano, R.; Mitchell, M.S.
  • Co-worker trust as a social catalyst for constructive employee attitude
    Ferres, N.; Connell, J.; Travaglione, A.
  • Evaluating structural equation models with unobservable variables and measurement error
    Fornell, C.; Larcker, D.F.
  • Explaining variations in co-worker assistance in organizations
    Frenkel, S.J.; Sanders, K.
  • Reducing turnover intent: supervisor and co-worker incivility and socialization-related learning
    Ghosh, R.; Reio, T.G.; Bang, H.
  • Who stays with you? Factors predicting employees' intention to stay
    Ghosh, P.; Satyawadi, R.; Joshi, J.P; Shadman, M.
  • Is high employee turnover really harmful? An empirical test using company records
    Glebbeek, A.C.; Bax, E.H.
  • Co-workers who telework and the impact on those in the office: understanding the implications of virtual work for co-worker satisfaction and turnover intentions
    Golden, T.
  • A meta-analysis of antecedents and correlates of employee turnover: update, moderator tests, and research implications for the next millennium
    Griffeth, R.W.; Hom, P.W.; Gaertner, S.
  • Beyond Baron and Kenny: statistical mediation in the new millennium
    Hayes, A.F.
  • The cost of turnover: putting a price on the learning curve
    Hinkin, T.R.; Tracey, J.B.
  • Reviewing employee turnover: focusing on proximal withdrawal states and an expanded criterion
    Hom, P.; Mitchell, T.; Lee, T.; Griffeth, R.
  • The effects of psychological contract breach and organisational cynicism: not all social exchange violations are created equal
    Johnson, J.L.; O'Leary-Kelly, A.M.
  • Organisational citizenship behaviour, job attitudes, and the psychological contract
    Jordan, M.; Schraeder, M.; Feild, H.S.; Armenakis, A.A.
  • Psychological conditions of personal engagement and disengagement at work
    Kahn, W.A.
  • Re-visiting employee cynicism; on decentrement of the subject via-work blogging
    Kosmala, K.; Richards, J.
  • How organizational pride and emotional exhaustion explain turnover intentions in call centers: a multi-group analysis with gender and organizational tenure
    Kraemer, T.; Gouthier, M.H.J
  • The impact of work-family conflicts, coworker relationships and salary levels on turnover intention: using real estate brokers as examples
    Lee, C.C.; Wu, Y.Y.; Chen, Y.L.; Kao, P.F.; Feng, W.K.
  • Linking employees' justice perceptions to organisational commitment and intention to leave: the mediating role of perceived organisational support
    Loi, R.; Hang‐Yue, N.; Foley, S.
  • The meaning of employee engagement
    Macey, W.H.; Schneider, B.
  • Job burnout
    Maslach, C.; Schaufeli, W.; Leiter, M.
  • The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work
    May, D.R.; Gilson, R.L.; Harter, L.M.
  • Reasons for working part-time: subgroup differences in job attitudes and turnover intentions
    Maynard, D.C.; Thorsteinson, T.J.; Parfyonova, N.M.
  • Intimate work: a typology of the social support that workers provide to their network members
    McGuire, G.M.
  • When employees feel betrayed: a model of how psychological contract violation develops
    Morrison, E.W.; Robinson, S.L.
  • The effects of organizational cynicism on job attitudes an empirical study on teaching hospitals in Egypt
    Nafei, W.A.
  • Problematic customers and turnover intentions of customer service employees
    Poddar, A.; Madupalli, R.
  • Common method biases in behavioral research: a critical review of the literature and recommended remedies
    Podsakoff, P.M.; MacKenzie, S.B.; Lee, J.-Y.; Podsakoff, N.P.
  • SPSS and SAS procedures for estimating indirect effects in simple mediation models
    Preacher, K.J.; Hayes, A.F.
  • Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models
    Preacher, K.J.; Hayes, A.F.
  • A model of workplace incivility, job burnout, turnover intentions, and job performance
    Rahim, A.; Rahim, A.; Cosby, D.M.; Cosby, D.M.
  • Will they stay or will they go? The role of job embeddedness in predicting turnover in individualistic and collectivist cultures
    Ramesh, A.; Gelfand, M.
  • Firm friends: exploring the supportive components in gay men's workplace friendships
    Rumens, N.
  • Antecedents and consequences of employee engagement
    Saks, A.
  • Enhancing precision in the prediction of voluntary turnover and retirement
    Smith, D.R.; Holtom, B.C.; Mitchell, T.R.
  • Development and application of a new measure of employee engagement: the ISA Engagement Scale
    Soane, E.; Truss, C.; Alfes, K.; Shantz, A.; Rees, C.; Gatenby, M.
  • Turnover process models: review and synthesis of a conceptual literature
    Steel, R.P.; Lounsbury, J.W.
  • Towards an understanding of people management issues in small and medium enterprises in a transitional economy: a benchmarking study in South Eastern Europe
    Szamosi, L.T.; Duxbury, L.; Higgins, C.
  • Fun and friends: the impact of workplace fun and constituent attachment on turnover in a hospitality context
    Tews, M.J.; Michel, J.W.; Allen, D.G.
  • Mechanisms linking social ties and support to physical and mental health
    Thoits, P.A.
  • Organizational and supervisory support in relation to employee turnover intentions
    Tuzun, K.I.; Kalemci, R.A.
  • Organisational change cynicism: a review of the literature and intervention strategies
    Watt, J.D.; Piotrowski, C.
  • Reconsidering Baron and Kenny: myths and truths about mediation analysis
    Zhao, X.; Lynch, J.G.; Chen, Q.